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Someone needs to hold an employer responsible for mistreating their employees. It can be daunting for employees to begin this process. The Lacy Employment Law Firm is ready to help you build a strong case to protect your interests, whether you have been treated unfairly on the work place or need to level the playing fields while negotiating a contract.

It is important to keep in mind that non-solicitation agreements have an expiration date. Courts tend to view longer-term contracts that do not include non-solicitation as suspicious. A transitional non-solicitation deal is a good option if you're selling your business. This will protect your company against losing important clients or employees.

Employees with disabilities are not fired

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A confidentiality clause is an important part of any executive employment agreement. Senior managers often have access to financial and business strategy information that could be harmful to the company. These information are usually protected by statutory protections. However, the executive employment agreement should clearly outline confidentiality obligations.

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Executive employment agreements include a crucial term: "Devotion to Employment." This clause states that the Executive must give his full attention to his Company's duties. This means that the Company must first authorise the Executive to engage in any kind of outside activity or employment.

Philadelphia Minimum Wage Laws. Here's What You Need to Learn

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Hire an employment lawyer to defend your rights if you feel your employer is discriminating against. These attorneys are trained to evaluate these cases and help you get the justice that you seek. Additionally, they can assist you with a claim for damages. An attorney can help you file a lawsuit to recover from discrimination.

Walmart also had a case involving a Walmart employee, who was employed for 15-years. The employee was requesting reasonable changes to her schedule, but she was denied. Her disability was a reason she was denied promotions. The EEOC ruled that the company had to pay almost $40K to the employee, and cite her disability.

The federal minimum wage currently stands at $7.25 and Philadelphia's is $7.25. However, the state legislature does not have the ability to raise it. The city cannot therefore set its minimum wage. There is much debate about whether Philadelphia should change the minimum wage.

Discrimination against a national origin can be in many forms. These acts can negatively impact the employee's ability, and possibly even their career. Employers might be held liable in certain instances for acts of harassment by employees.

Philadelphia has recently passed a law that requires employers to provide sick leave paid for their employees. COVID-19, a new part of Philadelphia’s code, deals with "promoting health workplaces" and pandemics. When a person is positive for COVID-19, the law requires that employers of health care services provide sick pay to their employees. This law applies to all employees of nursing homes, hospitals, as well as home health providers. For eligibility, employees must have worked at most 40 hours during the past three month.

Racial discrimination refers to an employer treating an applicant for a job or employee in a negative way because of their race. This could also include racial harassing. Racial harassment could lead to hostile work environments. Your employer has the right to sue you if you or co-workers have suffered racial harassment.

Philadelphia recently passed a new law which will require employers provide paid sick days to their employees. COVID-19 refers to Philadelphia's code which deals with "promoting healthier workplaces" as well as pandemics. It will require employers in health care to offer paid sick leave to employees who have been diagnosed with the COVID-19 disease. This law covers employees working in hospitals, nursing homes, and home-based health care providers. To qualify, employees must work at least 40 hours in the last three months.

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Although many employers have a responsibility to treat their employees ethically and fairly, some take advantage of workers to avoid paying their financial obligations or just because they feel they can.

In all employment areas, discrimination on the basis of disability is forbidden. Employers can't discriminate on the basis of a person's disability, physical or mental impairment, and/or national origin. Employers cannot discriminate based on disability regarding compensation, terms, or privileges of employment.

Pennsylvania's law concerning paid sick days requires that employers with ten employees or greater must offer sick time to their employees. This law also requires employers to offer sick time to employees who work at least 40 hours per week. This law does, however, not apply to seasonal employees or independent contractors. Aside from adjunct professors, workers covered under collective bargaining agreements are exempted from the law.

All employment fields prohibit discrimination based on disability. Employers cannot make decisions based upon a candidate's disability, mental impairment, or nationality. Employers are forbidden to discriminate on the basis that a disability affects compensation, terms, privileges, and employment opportunities.

Discrimination on the basis of religion can occur in many different ways. It can be any phase of an employer's employment cycle. This includes hiring, promotion, salary, firing, and even termination. It can also include denial of benefits, harassment based on religion, or employer choice to transfer applicants.

* Class actions under the wage and hour law

An employer who mistreats employees must be held accountable. Although it can seem daunting to begin this process, The Lacy Employment Law Firm will help you to build a compelling case to defend your best interests.

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In all areas of employment, discrimination based solely on disability is against the law. An employer cannot discriminate based on a applicant's disability, mental impairment or national origin. Employers are prohibited from discriminating against applicants with disabilities in terms of terms and compensation.

* Disabled accommodations

If the payments for golden parachutes are excessively high, they may be subject to taxation. They can also prove costly for companies. Before deciding to purchase a golden parachutise, executives should consider the tax implications. It is possible to reduce the risk of excessive parachute payments by increasing the base of compensation prior to a change in control. This strategy can lead to a higher base of compensation for executives in the long-term.

Pennsylvania employers must be cautious about adjusting their minimum wage. Employers are required to pay at least $684 per worker or $355,568 per calendar year under the PA Minimum Wage Act. Employers should ensure that they keep track of hours worked and pay overtime for work hours that exceed the threshold.

Philadelphia has the lowest minimum wages floor in America. While voters approved a ballot initiative to increase the minimum wage floor from $15 an hour to $15, the state prohibits local governments from increasing the minimum wage. Pennsylvania is one 27 state that has pre-emption laws which prevent local governments raising the minimum wage. Philadelphia has less than half the minimum wage earners who are full-time employed. They are predominantly Hispanic, non-white, young, and female.

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The company receives substantial perks through golden parachute clauses, which provide a significant severance package for executives who are forced to leave. These benefits include a high salary, bonuses, vested status for retirement plans, and many other benefits. These benefits can provide a significant source of income for executives while they search for new jobs.

A good reason clause should give reasons for the employer to terminate the contract. It doesn't matter if the reasons are professional, personal or business-related. A good reason clause is necessary. A good reason clause permits employees to notify the employer of their intention to terminate before the termination date.

An employment law attorney with experience can help you with a variety of claims such as:

The law allows employees to use their sick time for personal or family reasons. They may require reasonable documentation if they have to take off more than 3 consecutive days. Employers must give written notices to employees about their rights under the law and their responsibilities.

According to the Pennsylvania Department of Workforce Development over one-third of Philadelphians are earning the minimum wage. This percentage is higher in Philadelphia for Hispanics, blacks and those who do not have a college degree. Philadelphia's minimum wage employees are young and diverse. They are also distributed across different age groups, with 58% being of prime work age, and 62% being under 25.

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An executive employment contract should contain a clause that describes the termination process. This clause should also include the right of quit for good reason. Negotiating this clause should be done carefully. A poorly drafted clause can result in litigation or disapproval. Before you sign any employment agreement, it is crucial to consult with a qualified attorney.

We can help you if you are in litigation right now or in the process of preparing for litigation.

Exclusions from the overtime pay and minimum wage rules

We will provide a confidential, no obligation legal consultation for you to discuss your situation, offer advice, or provide representation.

Employers must provide sick leave policies and posted notices to inform employees that they are providing sick time. The notice must be available in English as well any language that is commonly used by 5%. Employers are required to give sufficient notice to employees through their employee handbooks. Employers who don't have handbooks must provide written notice to their employees. Notifications should contain information like the number of hours an employee worked and how much they earned over a calendar year.

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Frequently Asked Questions

Employment and labor attorneys in Philadelphia, PA tend to be aggressive. Even securing legal counsel for a wrongful termination suit can be challenging due to the overwhelming volume of employment litigation in Philadelphia, PA. When you�re fighting to enforce federal civil rights laws and stop workplace discrimination, large companies take notice. But just because large companies and their employment law attorneys are aggressive, does not make sure you should be scared. The bigger they are, the harder they fall. And we have a proven track record of taking on Goliath.

The answer is almost always yes. Sometimes this will require paying by the hour for straightforward legal advice for your employment dispute. Legal representation is worth it. You will save money down the road by protecting yourself against wrongful termination or other employment problems. An employment attorney can help you navigate difficult work situations. We represent employees in all types of employment law cases and employment disputes. If you have been wrongfully terminated, let us know how we can help in your wrongful termination suit.

Although different cases warrant a different fee structure for typical employment related legal matters, your employment attorney will take 40% of the settlement amount. You won�t see this number stated on very many websites, but we believe in transparency for our employment law clients. The reason for this number is simple. We take all the risk. We will front your expenses and take the risk of losing everything if we do not get you a settlement or verdict at trial. Further, we go against the best. Unlike personal injury attorneys, we are up against attorneys for big corporations with unlimited resources in employment related litigation. Fighting workplace discrimination is hard. But we relish the challenge and fight to achieve the best results in the employment matters that we pursue.